oh 6-1 agenda article reviews on managing termination review your learning – page 106 test your...
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OH 6-1
Agenda
Article reviews on Managing Termination
Review Your Learning – page 106
Test Your Knowledge – page 108
Chapter 6 – Motivation and Employee Development
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Motivation and Employee Development
Hospitality and Restaurant Management
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Chapter Learning Objectives
Explain methods of motivating employees.
Identify ways to create a positive workplace.
Describe guidelines and processes for a harassment-free work environment.
Discuss basics of interpersonal communication.
Explain conflict resolution procedures.
Explain and conduct an employee performance appraisal.
Explain how to delegate responsibilities.
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What Is Motivation?
The incentive to get people in motion or get them moving in the right direction
High motivation usually occurs when there is great chance for advancement or the possibility of punishment.
Managers should discover ways to provide a work environment that encourages self-motivation.
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Let’s Think about it…
Whenever a manager has to accomplish an organizational goal through staff, it is the staff’s motivation that is the greatest limiting factor.
What methods do you use to motivate others?
Is it through rewards or threats?
Which do you think works better?
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The Spectrum of Motivation
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Activity
Page 112 in the Competency Guide: What do people want from their jobs?
Take a couple of minutes to fill out the chart regarding what motivates you.
Weight the items assigning, 10 being the most important
Let’s look at the entire class as a group
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Motivational Methods Chart
Create sense of engagement.
Model appropriate behavior.
Maintain positive attitude.
Treat employees respectfully.
Encourage feedback and involvement.
Communicate regularly.
Empower staff.
Identify individual motivation factors.
Recognize high performance.
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Employee Job Expectations
Professionalism
Personal treatment
Work and task support
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Motivational Theories
Theory X = people do not like to work and must be controlled and directed.
Theory Y = employees seek fulfilling work.
Process theories Expectancy theory = motivation is a measure of how
much people want something. Equity theory = employees compare job inputs to
outputs. Reinforcement theory = behavior is influenced by
positive reinforcement.
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Motivating Employees
Is this manager motivating this employee?
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To Build a Positive Work Climate
Focus on employees. Make an honest effort to meet employees needs
Be honest & upfront
Should avoid favoritism & nepotism
Assure open communication channels.
Celebrate successes and build teams.
Promote diversity and fairness
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Managers Influence the Work Environment
They must
Have patience
Maintain dedicated effort
Exhibit genuine concern
A good question to ask is, “How do I help or hinder the efforts of my staff when they are doing their jobs?”
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Sexual Harassment Must Be Avoided
Any unwelcomed sexual advancement, request for sexual favor, or any conduct of a sexual nature
A hostile work environment occurs when questionable behaviors are frequent, severe, and pervasive. Examples include use of ethnic or racial slurs and
other verbal or physical conduct related to a person’s race, color, religion, or medical condition.
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Harassment-Free Workplace Policy
Purpose—To adopt a preventive approach that acknowledges mutual respect for all employees
Policies indicate the company’s expectations.
Policies indicate how complaints will be managed. Page 122-123 reviews guidelines often used in
complaint resolution process.
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Creating a Harassment-Free Workplace
Use company-wide policies that are closely followed and begin the proper emphasis during orientation.
Train managers and employees to follow guidelines.
Model positive behavior.
Emphasize a “zero-tolerance” environment.
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What Kind of Workplace Is This?
Is this a good place to work?
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How Would You Answer the Following Questions?
1. Money is the best motivational incentive for most employees. (True/False)
2. Theory _______ suggests that employees accept and seek work.
3. Managers must demand three things of themselves to create a positive work environment: _______, _______, and _______.
4. Development of and compliance with a comprehensive and strict harassment _______ is a useful management tactic.
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Interpersonal Communication
Differs from other forms of communication: There are usually only a few participants involved
The individuals are in close proximity to each other and feedback is immediate
Your interpersonal communication is critical to creating a positive and respectful workplace
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Purposes of Effective Interpersonal Communication
To improve interactions with others
To better understand what others say
To establish an identity with a person
To fulfill interpersonal needs
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Two Factors Affect Interpersonal Communication
What a manager does Managers should show empathy to employees who
are having personal challenges
Empathy is the act of identifying with the feelings, thoughts, or attitudes of another person.
Actions speak louder than words
What a manager says
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Interpersonal Communication
The on-going professional relationship between the manager and employee is critical.
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Forms of Interpersonal Communication
Casual conversation
Job performance feedback
Counseling sessions
Coaching
Let’s look at Exhibit 6K, page 128: Approach to Handling Constructive Feedback
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Role of Written Communication
Written and electronic communication can also be used to develop employee-manager relationships
Thank-you notes, short positive messages for encouragement
Letters that are copied to higher-level bosses
Employee surveys that measure whether positive values are being communicated to employees
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Conflict Resolution
Processes to encourage problem resolution without a formal grievance
Conflict resolution tactics Negotiation
Mediation
Arbitration
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Meditation Tactics
Process in which a neutral third party facilitates a discussion and negotiates an agreement
Can result in a win-win compromise
Focuses on identifying misunderstandings
The mediator assures that both parties abide by the solution.
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Conflict Resolution continued
Teamwork is important in the restaurant business, and there is no place for continued conflict.
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Mediating a Misunderstanding
Activity page 132-134 in the Competency Guide
You will be divided into groups of three. Decide who will play the role of the mediator and who will play the employees involved in the conflict. Take about five minutes to become familiar with the facts regarding your role.
Follow process listed
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Employee Performance Appraisals
Are an integral part of developing staff
Review past performance.
Establish new goals.
Consider job-related issues.
Address career development.
Document performance.
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The Performance Appraisal Process
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Steps in Employee Performance Appraisals
Step 1 – Schedule the meeting.
Step 2 – Prepare the appraisal.
Step 3 – Conduct the meeting.
Step 4 – Gain agreement.
Step 5 – Develop a plan.
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Addressing Negative Performance
Eliminate any misunderstandings.
Quantify what is expected of the employee.
Describe exactly when improvement is expected.
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Delegation Skills Are Important
The process of working with and through others to complete a task or project
Two questions to ask “What can be delegated?”
“To whom should I delegate?”
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Steps in Delegation Process
Step 1 – Preparing Select the task, clearly define, create a
checklist, outline results & anticipated resources
Step 2 – Planning Describe the assignment in detail and determine
the level of involvement that the chosen employee is to handle, discuss the level of authority or responsibility the employee will have
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Steps in Delegation Process
Step 3 – Executing Manager turns the project or task over to the
employee, determine how to resolve issues or changes, give feedback and encouragement to the employee
Step 4 – Assessing and appreciating Determine if task has been completed,
acknowledge the employee’s efforts (which provides motivation for future projects)
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Activity page 142
Dealing with Jana
Would someone please read the scenario?
Let’s discuss
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How Would You Answer the Following Questions?
1. A manager’s _______ often speak louder than a manager’s words.
2. _______ is the most preferred method for conflict resolution.
3. _______ (not personalities) should be considered during performance appraisals.
4. What are the two critical questions to ask as delegation decisions are made?
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Key Term Review
Affection
Arbitration
Conflict resolution
Control
Delegation
Empathy
Favoritism
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Key Term Review continued
Inclusion
Interpersonal communication
Mediation
Motivation
Motivators
Negotiation
Nepotism
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Key Term Review continued
Personal treatment
Professionalism
Satisfiers
Self-disclosure
Sexual harassment
Standard
Work styles
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Next week
Article review of Motivation and Employee Development
Read Chapter 7: Win-Win Scheduling Practices